Policy owner and approver: Adam Cogan
Last updated: 15 October 2026
SSW values different backgrounds, perspectives and experiences. We want everyone to be treated fairly, contribute to our work and have the opportunity to succeed. Diversity strengthens our ability to solve problems and serve our clients.
This policy applies across SSW's worldwide operations to employees, managers and contractors, and to our dealings with job applicants, clients, suppliers and community participants. It covers recruitment, employment and work-related conduct in offices, at client sites, while working remotely, in online communications and at work-related events. Local legal requirements take precedence where necessary.
SSW does not tolerate unlawful discrimination, harassment, sexual harassment, sex-based harassment, bullying or victimisation. This includes conduct that creates a workplace environment that is hostile on the ground of sex. These expectations apply to interactions with colleagues and people outside SSW.
We respect differences including race, ethnicity, nationality, language, sex, gender identity, sexual orientation, age, disability, religion, pregnancy, marital or relationship status, caring responsibilities and other characteristics protected by applicable law.
Everyone is responsible for treating others with dignity and following this policy. Managers must model respectful behaviour, take concerns seriously and act on risks. SSW will take reasonable and proportionate measures to prevent unlawful conduct, including addressing risks, providing education and support, and responding to reports. We do not rely solely on complaints to identify problems.
We select and develop people based on the requirements of the role, relevant skills, performance and potential. Recruitment, pay, training and promotion decisions must be fair and free from unlawful discrimination.
We aim to remove unnecessary barriers and make recruitment and development opportunities accessible. Merit-based decisions must account for reasonable adjustments so that people have a fair opportunity to demonstrate their abilities.
Applicants and staff can request reasonable adjustments to participate in recruitment, perform their work or access training and events. These may include changes to equipment, communication formats, work arrangements or the physical environment.
Speak with your recruitment contact or State Manager, or use the contacts below if you prefer. We will discuss your needs, consider practical options and meet our obligations under applicable law. We will seek only information reasonably needed to consider the request and handle it sensitively.
We support flexible working arrangements consistent with role requirements, business needs and applicable law. Managers should consider requests fairly and explain decisions.
If you experience or witness discrimination, harassment, bullying or other workplace concerns, we encourage you to raise them promptly. You can:
You do not have to approach your manager or the person involved before using another option. Applicants, contractors and other people outside SSW can use the email contacts above.
Staff can also refer to the Dispute Resolution & Workplace Concerns section of our Work Health & Safety guidance in SugarLearning (staff access may be required).
SSW will take concerns seriously, assess them promptly and determine an appropriate response. This may include immediate safety or support measures, discussion of resolution options, or an impartial investigation. A person implicated in a complaint must not control its investigation or outcome.
We will provide a fair opportunity for the people involved to be heard. Information will be shared only with those who need it to respond fairly, provide support or meet legal obligations. We will explain next steps and communicate progress and outcomes as appropriate, respecting the privacy of others.
We do not tolerate retaliation or victimisation against anyone who raises a concern, requests an adjustment or participates in an investigation. If a concern remains unresolved, you can raise it with another State Manager, Adam or Levi, using a contact who is not implicated. You may also contact relevant external authorities; this policy does not limit your legal rights.
Breaches may lead to corrective or disciplinary action, up to termination of employment or engagement, subject to applicable law and a fair process.
SSW's user groups and community events welcome people from different backgrounds to connect, share and learn. We aim to make participation inclusive and accessible.
A small, diverse team meets annually to review our diversity and inclusion practices. The review considers:
The team identifies follow-up actions and responsible people. Adam Cogan owns and approves this policy, and managers are responsible for applying it in their teams.